6 Employee Testing and Selection 4- Copyright 2015

6 Employee Testing and Selection 4- Copyright 2015 Pearson Education, Ltd. 6-1 Learning Objectives 1. Answer the question: Why is it important to test and select

employees? 42. Explain what is meant by reliability and validity. 3. List and briefly describe the basic categories of selection tests, with examples. Copyright 2015 Pearson Education, Ltd. 6-2 Learning Objectives 4. Explain how to use two work

simulations for selection. 5. Describe four ways4-to improve an employers background checking process. Copyright 2015 Pearson Education, Ltd. 6-3 Answer the question: Why is it important to test and select employees? 4-

Copyright 2015 Pearson Education, Ltd. 6-4 Why Employee Selection Is Important Performance Cost Legal obligations 4- Person and

job/organization fit Copyright 2015 Pearson Education, Ltd. 6-5 Review Person-job fit Matching the knowledge, skills, abilities, 4- and other competencies (KSACs) Employers Liability Act of 1969

Copyright 2015 Pearson Education, Ltd. 6-6 Explain what is meant by reliability and validity. 4- Copyright 2015 Pearson Education, Ltd. 6-7 Basic Testing Concepts

Reliability Validity o Criterion validity 4o Content validity o Construct validity Copyright 2015 Pearson Education, Ltd. 6-8 Evidence-Based HR: How to Validate a Test Analyze Choose Administer

4- Relate Cross-validate Copyright 2015 Pearson Education, Ltd. 6-9 Evidence-Based HR: Test Validation Issues

Who scores the test? Bias Utility analysis 4Validity generalization Copyright 2015 Pearson Education, Ltd. 6-10 Review Reliability =

consistency Validity = 4- measuring what you intend to measure Copyright 2015 Pearson Education, Ltd. 6-11 Review Statistical analysis

Use professionals Rights and security 4- Privacy Tests at work Computerized, online testing Copyright 2015 Pearson Education, Ltd. 6-12

List and briefly describe the basic categories of selection tests, with 4-examples. Copyright 2015 Pearson Education, Ltd. 6-13 Types of Tests Cognitive abilities o Intelligence tests o Specific cognitive abilities 4-

Motor & physical abilities Measuring personality Interest inventories Achievement tests Copyright 2015 Pearson Education, Ltd. 6-14 What do personality tests measure? The Big Five Predicting performance 4-

Caveats Copyright 2015 Pearson Education, Ltd. 6-15 Review Cognitive abilities o IQ o Specific mental abilities Motor skills Personality

4- Interests Achievement Big 5 Predicting Caveats o Interpretation o Legal issues o Disputing

value Copyright 2015 Pearson Education, Ltd. 6-16 Explain how to use two work simulations for 4selection. Copyright 2015 Pearson Education, Ltd. 6-17

Work Samples and Simulations Basic procedure Situational judgment tests 4- Management assessment centers Situational testing Copyright 2015 Pearson Education, Ltd. 6-18

IMPROVING PERFORMANCE: HR Practices Around the Globe 1100 BC the Chinese government was testing civil service candidates China uses assessment 4centers to select employees Private employers use personnel tests, in-basket tests, and leaderless group discussions Copyright 2015 Pearson Education, Ltd. 6-19

Work samples and simulations Computerized multimedia assessment Miniature job training 4and evaluation Realistic job previews Choosing a selection method Copyright 2015 Pearson Education, Ltd. 6-20 Review Situational

Miniature job judgment training Assessment centers Realistic job 4- previews

Situational testing Choose a selection Computers method Copyright 2015 Pearson Education, Ltd. 6-21

Describe four ways to improve an employers background 4checking process. Copyright 2015 Pearson Education, Ltd. 6-22 Background Investigations Why perform checks? Effectiveness Legal dangers

4- o Defamation o Privacy How to check Copyright 2015 Pearson Education, Ltd. 6-23 IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Make the Background Check More Valuable o Use a statement 4-to authorize a

background check o Compare the application to the rsum o Write open-ended questions Copyright 2015 Pearson Education, Ltd. 6-24 Background Investigations Applicants social postings Pre-employment information services 4-

The polygraph and honesty testing o Paper-and-Pencil Honesty Tests Graphology Copyright 2015 Pearson Education, Ltd. 6-25 IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Testing for Honesty o Question o

Listen 4o Credit, employment and reference check o Test o Policies Copyright 2015 Pearson Education, Ltd. 6-26 Background Investigations

Human lie detectors Physical exams Substance abuse screening 4o Some Practical Considerations Complying with immigration law o Proof of Eligibility Copyright 2015 Pearson Education, Ltd. 6-27 Review Why perform checks? Effectiveness

Legal dangers How to check 4- Social postings Information services Copyright 2015 Pearson Education, Ltd. 6-28 Review Honesty testing

Graphology Human lie 4- detectors Physicals/drugs Immigration HRIS Copyright 2015 Pearson Education, Ltd. 6-29 Improving Performance at

The Hotel Paris 1. Provide a detailed example of a security guard work sample test. 4- 2. Provide a detailed example of two personality test items you would suggest they use, and why you would suggest using them. Copyright 2015 Pearson Education, Ltd. 6-30 Improving Performance at

The Hotel Paris 3. What other tests would you suggest to Lisa, and why would you 4suggest them? 4. How would you suggest Lisa try to confirm that it is indeed the testing and not some other change that accounts for the improved performance. Copyright 2015 Pearson Education, Ltd. 6-31 Hotel Paris Strategy Chapter 6

4- Copyright 2015 Pearson Education, Ltd. 6-32

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